HR Metrics and Analytics

Day 1

Overview of Analytics, Strategy & HR's Role

• The rationale for an evidence-based approach

• Data, information, and insights

• Defining analytics and predictive analytics

Day 2

Overview of Analytics, Strategy & HR's Role

• Strategic HR versus Personnel Management

• HR’s contribution to strategy

• Human Capital Approach

Day 3

The Concept of Human Capital

• Viewing Employees as Assets, not Costs

• Strategies for Investing in Human Capital Metrics

• Measuring the Impact of HR Strategy and Investments

Day 4

The Concept of Human Capital

• Measuring ROI

• Embedding Human Capital Analytics in the Organisation

• Assessing the Organisation's Readiness for HR Analytics

Day 5

Corporate Strategy

• Introductions and program objectives

• The context for HR

• Strategic Business Planning

• Corporate Social Responsibility

Day 6

Corporate Strategy

• Human Capital Management

• How to make things happen – use of business action plan

• The difference between HRM and Personnel Management

• The new shape and function of tomorrow's HR departments

Day 7

HR Tools and Methods

• What should be measured?

• The effectiveness of the HR function

• HR headcount ratios

• Administrative cost per employee

• Time to fill vacancies

Day 8

HR Tools and Methods

• Filling the skills gap

• Satisfaction surveys

• Internal Frameworks: Morale, Motivation, Investment, Long-Term Development

• External Perception

• Learning and Development

Day 9

Driving Organisational Change

• Theories of organization change and how to use them

• The Softer Side of HR

• Avoiding a blame culture

• The relationship between HR and the Line

• The New Roles in the HR Function

Connecting HR Metrics and Analytics with Action 1

• Change Management

• Employee Relations

Day 10

Connecting HR Metrics and Analytics with Action 1

• The relationship between HR and the Line

• The Use of Competencies

• Employee Development

• Succession Planning

Driving Organisational Change: Connecting HR Metrics and Analytics with Action 2

• Employee Motivation

• Empowerment and Accountability

• Performance Management; The four-stage process – agreeing objectives, feedback, coaching, and appraisal

• Conclusion and Action Planning

Metrics and Analytics for Improving Employee Performance

• Performance Management

• Employee Motivation

• Engagement

• Empowerment and Accountability

• Conclusion and Action Planning